How can the organization’s leadership support individuals seeking to relocate laterally or advance their careers by moving into a position of higher authority within their organization? Provide an example and describe how such a comprehensive approach supports employee retention.

How can the organization’s leadership support individuals seeking to relocate laterally or advance their careers by moving into a position of higher authority within their organization? Provide an example and describe how such a comprehensive approach supports employee retention.

How can the organization’s leadership support individuals seeking to relocate laterally or advance their careers by moving into a position of higher authority within their organization? Provide an example and describe how such a comprehensive approach supports employee retention.

Topic 5 DQ 2

Assessment Description

Often times, employees come to a point when they are ready to advance their position or further develop their skills. How can the organization’s leadership support individuals seeking to relocate laterally or advance their careers by moving into a position of higher authority within their organization? Provide an example and describe how such a comprehensive approach supports employee retention.

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Topic 5 DQ 2: Career Advancement and Employee Retention

Leadership plays a role in letting the employees grow, whether up or laterally through the corporate ladder. As a result of mentorship and tailored training, leaders can develop an employee emotionally and professionally. Scholars establish that employees are most likely to remain in the company if encouraged to take responsibility for professional development, boosting retention rates and leading to a happier and more engaged workforce (Moloney et al., 2020). These projects amply demonstrate the commitment of the leadership to inspire personal development, which in turn helps the company and its staff.

One way leadership may be reinforced in advancing careers and employee retention is through a well-organized professional development program. Healthcare organizations, for example, can provide management trainee programs that look out for high achievers and then provide opportunities to gain leadership skills through rotation so they might go up to senior positions. According to Spiva et al. (2020), a nurse training in this instance might be working their way through most departments, learning everything about running the firm, and eventually assuming the administrator’s role. This exposure will help arm future leaders with the tools they need to climb the corporate ladder confidently. On the business side, companies that fund these projects find lower turnover, increased employee loyalty, and a deeper pool of qualified candidates for essential openings (Wei et al., 2023). Such projects represent an organization’s commitment to its employees’ long-term success and growth.

Even more so, open communication about promotion possibilities strengthens staff retention. Managers can empower employees professionally by having periodic one-on-one meetings with employees about their objectives and giving critical feedback. Such discussions turn the organization into a place where the employee feels worth it and motivated enough toward professional growth. Besides these projects, certifications, tuition fee compensation, and seminars for developing skills are other ways organizations help employees develop professionally (Wei et al., 2023). Employees who directly relate their personal and professional goals to the company’s objectives through such initiatives are more likely to become engaged and satisfied.

References

Moloney, W., Fieldes, J., & Jacobs, S. (2020). An integrative review of how healthcare organizations can support hospital nurses to thrive at work. International Journal of Environmental Research and Public Health, 17(23), 1–19. https://doi.org/10.3390/ijerph17238757

Spiva, L., Davis, S., Case-Wirth, J., Hedenstrom, L., Hogue, V., Box, M., Berrier, E., Jones, C., Thurman, S., Knotts, K., & Ahlers, L. (2020). The effectiveness of charge nurse training on leadership style and resiliency. The Journal of Nursing Administration, 50(2), 95–103. https://doi.org/10.1097/nna.0000000000000848

Wei, H., Haddad, L. M., Nwokocha, T. A., Powers, M., Wei, A., Carroll, Q., & Ballard, N. (2023). Organizational culture and roles in promoting nurse specialty certifications: A qualitative study in the United States. International Journal of Nursing Sciences, 10(2). https://doi.org/10.1016/j.ijnss.2023.03.003